Role search
Get a Davis-Bacon Payroll Specialist who can own construction payroll labor costs.
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters: Your federal project needs payroll certification supported by the underlying work records.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- Davis-Bacon Payroll Specialist
The judgment call
What this hire really comes down to
Construction payroll managers oversee complex reporting requirements for federally funded infrastructure projects. This professional verifies that labor costs align with statutory prevailing wage mandates and local area determinations. They manually cross-reference site logs against trade-specific compensation rules to prevent costly audit findings. These practitioners resolve discrepancies in benefit allocation and craft classification daily to protect contractors from regulatory penalties.
Judgment calls are unavoidable in this environment. A specialist decides how to allocate hours when a worker shifts between crafts during a single day. They determine how to adjust pay for mid-week wage determination updates. Their work prevents the back-wage liability and audit scrutiny that follow incomplete or inaccurate filings.
What should the brief settle before we search?
Your federal project needs payroll certification supported by the underlying work records. Ask the specialist how they verify classifications against the applicable wage determination rather than importing a generic craft table. Check how fringe benefits and overtime are treated and how corrections are documented. The WH-347 form is an output, not the entire compliance process. A candidate needs to explain what they do when job records and payroll disagree. Establish who can resolve a classification question before the report is certified.
What we check
What we check before you see anyone
- We verify how candidates map specific worker activities to formal craft classifications. This includes evaluating their process for splitting hours across multiple wage determinations and how they document the rationale behind these daily allocations for state or federal auditors. We look for a granular understanding of how to document transitions between duties to maintain constant compliance.
- We assess their technical approach to calculating fringe benefits. Candidates must demonstrate how they distinguish between cash payments, bona fide plan contributions and required credits. We look for proof that they can defend these figures during an external review, specifically verifying their ability to translate employer-paid benefit costs into the specific hourly credits required for prevailing wage reports.
- We examine their proficiency with specific agency portals and reporting formats like WH-347. We look for evidence of how they handle system-generated rejections, track submission histories and confirm receipt from agency representatives without needing constant oversight from your internal team. They must show they can communicate effectively with agency labor officers when reporting conflicts arise.
- We audit their history regarding union and apprentice compliance. We ask for concrete examples of how they reconcile benefit fund invoices against payroll data, maintain correct apprentice-to-journeyman ratios and report the corresponding wage percentages as required by project-specific labor agreements. This ensures they recognize the specific mechanics of union reporting that differ from standard federal prevailing wage requirements.
Sourcing
Where we find them
Potential hires currently work in construction administrative offices tracking labor hours across diverse municipal infrastructure contracts. These practitioners possess deep knowledge of heavy civil project accounting and understand the consequences of documentation errors on project status. They possess the situational awareness to manage administrative data flows during active construction phases when field reporting volumes fluctuate and require immediate attention.
We also recruit from labor compliance consultancies that perform audits on behalf of government agencies. These professionals possess a reverse-engineered perspective. They know exactly which reporting errors trigger red flags during an inspection. This background is invaluable for contractors needing to clean up existing backlogs or prepare for upcoming agency evaluations. These candidates often move to project-side roles to gain direct experience in the operational challenges of maintaining compliance through the entire lifecycle of a construction contract.
Where searches go wrong
Mistakes we see
- Some applicants rely solely on automated payroll software without manually verifying that the fringe benefit distribution matches the specific wage determination for a given craft. This leads to reporting errors that look technically correct to a system but violate the underlying federal mandate.
- Others lack experience in managing the transition when a federal wage determination update occurs mid-period, which often results in underpayment or significant administrative re-work. This requires a proactive approach to monitoring agency bulletins and updating system parameters before the next check run occurs.
- Many candidates fail to explain their process for handling dual-purpose field hours, often grouping them under a single classification rather than accurately reflecting the time spent on distinct, differently-coded tasks. Proper separation is vital for defending the pay rate assigned to every hour worked.
The search
How the Davis-Bacon Payroll Specialist search runs
- First, we screen for current, direct experience with Davis-Bacon Act compliance, specifically focusing on the candidate's history with federal construction contracts and complex wage determinations. We look for candidates who have successfully managed projects involving multiple concurrent wage decisions.
- Second, we conduct a technical interview to test their calculation methodology for fringe benefits and their ability to map field time entries to the correct project-level craft codes. We ask them to describe how they would handle a mismatch between a submitted timecard and a certified wage schedule.
- Third, we confirm their comfort level with agency-specific portal submissions and their track record of resolving audit-related rejections without requiring management intervention. We identify those who are self-sufficient in maintaining project status with state and federal departments of labor.
Questions
How does this role differ from a standard payroll clerk?
A standard clerk focuses on timely payment and tax withholding. A Davis-Bacon specialist focuses on federal wage compliance, prevailing wage determinations, and certified reporting.
Can this specialist manage union and non-union payroll?
Yes, many specialists move between these worlds. We verify their specific experience with reconcilement against union benefit fund invoices and apprenticeship ratios.
What should we discuss before requesting Davis-Bacon Payroll Specialist candidates?
Ask the specialist how they verify classifications against the applicable wage determination rather than importing a generic craft table. Check how fringe benefits and overtime are treated and how corrections are documented.
Do you offer placement for temporary projects?
We provide specialized professionals for both short-term compliance cleanups and long-term project support. No upfront fee. You pay only if you hire.
How quickly can a specialist start?
We maintain an active network of compliance professionals. Once requirements are verified, we provide relevant candidates who are ready to address current reporting backlogs.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
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The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.